Why To Keep Secracy In Appraisals - Jpg Download

Hi all,
I am new to this community but I just wanted to add that why????to rate an individual on the basis of grade or number coz performance depends upon his abilities and his efforts, sometimes its good and sometimes its satisfactory. Well according to me appraisal should be kind of feedback rather than giving it in form of number or grades its should be descriptive.
And it should be kept confidential too coz it can motivate or demotivate employees too. but don't you all agree with this taking a positive side employees can take this display for their motivation and work more harder to get on top of the list.
Comments Invited
Regards,
Gaurav Mishra

Hi Priya,
I really appreciate siva's comments, having gone through his previous blogs too!
If we are told about our weekness in front of every one, we'd rather be sad and if we are appreciated we'd be happy...same goes here...and HR job is to find and create a balance in employees.
In large companies, though I have not worked with one, but, the concepts works as all info can't be displayed....And the employees can never be demotivated by announcing there bad appraisal. These chats have to hapen in close rooms.
As Siva rightly pointed...I agree to the fact that everyone likes to be rewarded, no one likes to be punished. The punished ones would even never want to be diclosed about.
I must say...It is a good brain storm. :D
Amit Pandey

Hi Amit,
I agree with Siva's & your points.
But my concern is: "WHILE GIVING INSTRUCTIONS TO EMPLOYEES TO NOT TO DISCLOSE THEIR INCREMENTS TO OTHERS, BUT STILL THEY DO", thn I think we should stop expecting from the employees tht thy follow our instructions (we are just fulfilling the formality by saying this – tht DO NOT DISCLOSE YOUR INCREMENT AMT. TO OTHERS - thts it).
Wht say???
regards
priya.

Hey Priya,
Your concern in fine...but, I guess, Its an individual who decides these things.
It happens in families also, people do not keep secretes.
It was there, it is there and it will be there..the only way to control it, is to have justified decisions, that will make people talk less about, as they will be convinced.
A good decision will be appreciated and people will think twice before talking it out.
It also depends on the rapport that an individual creates.
If you have the rapport, people will respect it.
I hope, I'm making some sense.
Amit

Dear Ms. Priya,
Most of the companies maintain secracy in appraisals, Actually purpose is control the influence in management, some employees have good influence with management (means references) but they don't have good knowledge in work, that time secracy is very helpful to the management.
Regards
Srinivas B

hiii priya
u can't stop anyone what u can do is to let them know the impact that if someone leak the information what will be the consequence on another employee........
but for this u need to build up a background of relatedness with the person and then ler them know of the consequences....

Hi Priya,
Since it is a big question mark for me that who has made the appraisal system as confidential and disclosed one.
In present scenario, every body expect the Tranparent Management
Appraisal should be designed in such a way that each one should be satisfied by what he gets thru his performance
He /She should also be satisfied that this colleagues is getting higher rating by performance only.
So, Each HR person, please change the trend
Why there performance is confidential in an organisation. ?
Please change the appraisal System
thanks & regards
N. Srinivasan

Hi Srinivasan,
I completely agree with your points. HR should be change the trend to keep secrecy in appraisals.
Because I think Competition is very must between employees. When thy get to know each others increment thn thy will feel to do something extra, something best to become Top employee.
Regards,
Priya.

Hi Priya,
I do agree with you,
but the competition should be in a healthy manner
my view is,
Suppose a appraisal motivate one person means , it should not demotivate the others.
We should take atmost care in this system.
regards
N. Srinivasan

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